11) Ask your employees who the best people are they know. Check their credentials on Linkedin, get in touch, take them out for lunch and make proposals if they seem to be suitable for certain positions.
12) Connect on social media. Find out who follows your company, who makes contributions, who updates their profile, who shares and retweets your content, who tries to get more online exposure etc. Interact with great candidates, let them know that they are on your radar. Once you get some replies from them, they might take your offer seriously.
13) Organise an online community in which passive candidates don’t have to disclose in public that they want to keep their options open. Make them participate in industry-specific online discussions and see who contributes, how they contribute etc. Take note of it and try to get in touch with them.
14) If you hear about a company’s layoffs or downturn approach quickly those who might soon face unemployment and offer them a more secure job.
15) Every time you come across some candidates’ references consider also those as potential hires for the future.
Bear in mind that in order to convince a passive candidate to change position you would have to offer something substantial that the current company is not able to offer.